As Uasin Gishu County moves closer to appointing a new Chairperson of the County Public Service Board following recently held interviews, the stakes could not be higher.
This is not merely another public appointment. It is a decision that will significantly influence the future of public service management, institutional discipline, staffing decisions, accountability and overall service delivery within the county.
An independent professional review of shortlisted candidates who were interviewed reveals varying levels of relevant academic achievement, professional experience, governance exposure, strategic leadership capacity and integrity standing.
While several candidates demonstrate commendable academic and professional accomplishments, the evaluation also points to important differences in direct relevance to human resource governance, public administration expertise, constitutional leadership and in some cases, issues requiring further governance or integrity clarification.
A quick look at the profiles of the 5 candidates reveals that by profession, one is a teacher, one is an environmental scientist, one is a procurement professional and two are human resource practitioners.
From further observation, two of the candidates are facing significant governance-related issues of which one had an issue of litigation relating to his appointment at a prominent government publisher, where the Public Service Commission of Kenya reportedly supported legal action at the Employment and Labour Relations court challenging his acting appointment on account of age in a case connected to institutional leadership processes.
Given that the CPSB Chairperson directly oversees appointments and merit-based staffing, any candidate associated with contested appointment processes warrants enhanced scrutiny and formal clarification.
The other of the two candidates has a material integrity concern emerging from publicly referenced litigation involving the Ethics and Anti-Corruption Commission in High Court Anti-Corruption and Economic Crimes Miscellaneous Application No. E046 of 2024.
While the reviewed materials do not establish final culpability in both cases, the existence of an active or recent governance or anti-corruption related legal matter touching on the candidates raises significant governance and public confidence issues, particularly given that the Chairperson must:
- Exercise disciplinary control;
- Promote ethical conduct;
- Enforce constitutional values;
- Lead integrity-sensitive appointments.
Under Chapter Six of the Constitution, even unresolved integrity concerns may materially affect suitability for appointment until conclusively cleared.
For this reason, county leaders and appointing authorities must resist any temptation to approach this process as a political exercise or a matter of regional balancing.
The law is clear. Section 59 (1) of the County Governments Act 2012 on Functions and Powers of the County Public Service Board places enormous responsibility on the County Public Service Board in matters relating to establishment of offices, recruitment, appointments, promotions, disciplinary control, performance management, advisory services and protection of constitutional values in public service.
This section stipulates the following:
(1) The functions of the County Public Service Board shall be, on behalf of the county government, to:
(a) establish and abolish offices in the county public service;
(b) appoint persons to hold or act in offices of the county public service including in the boards of cities and urban areas within the county and to confirm appointments;
(c) exercise disciplinary control over, and remove, persons holding or acting in those offices as provided for under this Part;
(d) prepare regular reports for submission to the county assembly on the execution of the functions of the Board;
(e) promote in the county public service the values and principles referred to in Articles 10 and 232;
(f) evaluate and report to the county assembly on the extent to which the values and principles referred to in Articles 10 and 232 are complied with in the county public service;
(g) facilitate the development of coherent, integrated human resource planning and budgeting for personnel emoluments in counties;
(h) advise the county government on human resource management and development;
(i) advise county government on implementation and monitoring of the national performance management system in counties;
(j) make recommendations to the Salaries and Remuneration Commission, on behalf of the county government, on the remuneration, pensions and gratuities for county public service employees.
The individual entrusted with chairing such an institution must therefore demonstrate not only academic excellence and leadership experience, but also unquestionable professionalism, strategic human resource competence, independence of mind, integrity and a proven understanding of public sector governance.
It is no secret that many of the challenges facing the county government today ranging from staffing disputes, delayed promotions, low staff morale, litigation, weak accountability systems and inconsistent service delivery can often be traced back to weaknesses in public service management.
Getting this appointment wrong would have consequences that could be felt across the county for years. Getting it right could help restore confidence, strengthen institutions and improve service delivery to wananchi.
The people of Uasin Gishu deserve leadership that places competence above connections, merit above lobbying and public interest above private influence. This appointment must be guided strictly by the law, by the Constitution and by the standards envisioned under Section 59 of the County Governments Act which basically assigns human resource management responsibilities to the board.
In this regard the role requires a person who is not only of unquestionable character and integrity, but must also be a competent human resource professional who understands the intricacies of managing the human resource function of the public service.
At a time when public trust in institutions matters more than ever only the very best candidate who is professionally qualified, ethically sound, strategically capable and demonstrably fit for the role should be entrusted with this critical office.
The future of county public service and more so, the future of the current administration, depends on it. And considering that the nation is heading into an electioneering period, the Uasin Gishu County executive headed by His Excellency the Governor Dr. Jonathan Bii Chelilim must be supported by a competent and forward-looking public service capable of driving meaningful cultural transformation and delivering efficient, high-quality services to the people of Uasin Gishu.
For the Governor, an effective and efficient county public service is a legacy issue that will determine whether or not he gets a second chance at the helm of the county leadership.
